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Sozial-, Arbeits- und Organisationspsychologie

Dr. Jens Mazei – Akademischer Rat a. Z. Foto von Dr. Jens Mazei

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Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes.
Mazei, J., Zerres, A., & Hüffmeier, J. (2021). Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes. Academy of Management Review, 46(1), 108–127. https://doi.org/10.5465/amr.2017.0570
Many men are famous, perhaps even infamous, for their heightened assertiveness in negotiations and other kinds of social interactions. Examples include Jeff Bezos, the influential American businessperson Carl Icahn, and, who would have guessed it, President Donald J. Trump. In this article, we build on past insights from multiple scientific disciplines to propose a theoretical model that explains men’s emotional experience, behaviors, and outcomes in occupational negotiations. Following extant work, one central notion is that men aim to negotiate assertively and successfully in an attempt to show others, and maybe themselves, how “masculine” and “high-status” they are.

 

Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective.
Mazei, J., Mertes, M., & Hüffmeier, J. (2020). Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective. Sex Roles, 83, 580–594. https://doi.org/10.1007/s11199-020-01130-4
A widespread notion is that women may earn less than men because they negotiate their pay less assertively. Make no mistake: The issue is not that women are simply less capable of negotiating assertively. Rather, research has clearly shown that women as compared to men are perceived more negatively if they do so, and these negative perceptions can result in serious drawbacks at work that women rightly aim to avoid. To address this problem, past research has come up with promising strategies that women could use in negotiations. Yet, in our study, we observed that these strategies have characteristics that can let them appear ineffective (although they might actually be effective). As a result, these strategies can end up not being used. Thus, our study suggests that research will need to come up with novel and fresh ideas of how to address the disadvantages that women face in negotiations, so that gender equality is ultimately achieved. 

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Ausbildung und beruflicher Werdegang


Seit 10/2017
Akademischer Rat auf Zeit
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund
06/2017
Promotion zum Dr. rer. nat.
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster
02 - 03/2016 & 08 - 09/2016

Gastwissenschaftler
Stony Brook University, Stony Brook, NY, USA

09/2015 - 09/2017

Wissenschaftlicher Mitarbeiter
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

04 - 07/2015

Lehrauftrag
Sozial-, Arbeits- und Organisationspsychologie
TU Dortmund

09 - 11/2013

Gastwissenschaftler
DePaul University, Chicago, IL, USA

09/2013 - 08/2015

Wissenschaftlicher Mitarbeiter
DFG-gefördertes Forschungsprojekt „Prozessgewinne in Teamverhandlungen durch explizite Zuweisung von Teilaufgaben”
Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA), Dortmund

04/2012 - 03/2015

Teilnahme am DFG-geförderten Graduiertenkolleg „Vertrauen und Kommunikation in einer digitalisierten Welt“
Westfälische Wilhelms-Universität Münster

11/2011 - 08/2013

Wissenschaftlicher Mitarbeiter
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster

11/2011 - 06/2017

Promotionsstudium
Organisations- und Wirtschaftspsychologie
Westfälische Wilhelms-Universität Münster

10/2011

Diplom in Psychologie
Westfälische Wilhelms-Universität Münster

2006 - 2011

Studium der Psychologie
Westfälische Wilhelms-Universität Münster

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Forschungsinteressen


  • Verhandlungen und Konfliktmanagement
  • Diversity
  • Technologie
  • Teamarbeit
  • Open Science

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Publikationen


Zeitschriftenartikel (peer-reviewed)

  • Mazei, J., & Hüffmeier, J. (in press). Are women less likely to ask than men partly because they work fewer hours? A commentary on Artz et al. (2018). Meta-Psychology.
  • Torka, A.-K., Mazei, J., & Hüffmeier, J. (in press). Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams. Psychological Bulletin.
  • Schäpers, P., Windscheid, L., Mazei, J., Thielsch, M., & Hertel, G. (in press). “Like will to like” or “opposites attract”? Management board diversity affects employer attractiveness. Gender in Management. doi:10.1108/GM-10-2019-0182
  • Mazei, J., Zerres, A., & Hüffmeier, J. (2021). Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes. Academy of Management Review, 46, 108–127. doi:10.5465/amr.2017.0570
  • Mertes, M., Mazei, J., & Hüffmeier, J. (2020). "We do not negotiate with terrorists!" But what if we did? Peace and Conflict: Journal of Peace Psychology, 26, 437–448. doi:10.1037/pac0000446
  • Mazei, J., Mertes, M., & Hüffmeier, J. (2020). Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective. Sex Roles, 83, 580-594. doi:10.1007/s11199-020-01130-4
  • Hüffmeier, J., & Mazei, J. (2019). Symmetrical conflicts also allow for the investigation of attack and defense. Behavioral and Brain Sciences, 42, E125. doi:10.1017/S0140525X19000724
  • Hüffmeier, J., Filusch, M. A., Mazei, J., Hertel, G., Mojzisch, A., & Krumm, S. (2017). On the boundary conditions of effort losses and effort gains in action teams. Journal of Applied Psychology, 102, 1673-1685. doi:10.1037/apl0000245
  • Windscheid, L., Bowes-Sperry, L., Mazei, J., & Morner, M. (2017). The paradox of diversity initiatives:  When organizational needs differ from employee preferences. Journal of Business Ethics, 145, 33-48. doi:10.1007/s10551-015-2864-1
  • Hüffmeier, J., Mazei, J., & Schultze, T. (2016). Reconceptualizing replication as a sequence of different studies: A replication typology. Journal of Experimental Social Psychology, 66, 81-92. doi:10.1016/j.jesp.2015.09.009
  • Mazei, J.,* Hüffmeier, J.,* Freund, P. A., Stuhlmacher, A. F., Bilke, L., & Hertel, G. (2015). A meta-analysis on gender differences in negotiation outcomes and their moderators. Psychological Bulletin, 141, 85-104. doi:10.1037/a0038184  (* kennzeichnet geteilte Erstautorenschaft)

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Registered Reports, Stage 1 Peer-Reviewed (see www.cos.io/initiatives/registered-reports)

  • Mazei, J., Bear, J. B., & Hüffmeier, J. Explaining gender differences in negotiation: A close replication of Amanatullah and Morris (2010). Journal of Experimental Psychology: General.

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Buchkapitel, Onlinepublikationen, Forecasting Collaborations

  • Mazei, J. (2019). Technology enables and reduces sex differences in society. In T. L. Pittinsky (Ed.), Science, Technology, and Society (pp. 234-252). Cambridge University Press. doi:10.1017/9781316691489.010
  • Mazei, J., Reif, J. A. M., Kugler, K. G., & Hüffmeier, J. (2019). Warum sich Frauen und Männer in Verhandlungen unterscheiden. In-Mind Magazin.
  • Mazei, J., & Hertel, G. (2016). Trust in electronically mediated negotiations. In B. Blöbaum (Ed.), Trust and Communication in a Digitized World. Models and Concepts of Trust Research (pp. 191-204). Springer International Publishing.
  • Tierney et al. (2021). A creative destruction approach to replication: Implicit work and sex morality across cultures. Journal of Experimental Social Psychology93, doi:10.1016/j.jesp.2020.104060 [Member of forecasting collaboration]
  • Tierney et al. (2020). Creative destruction in science. Organizational Behavior and Human Decision Processes, 161, 291-309. doi:10.1016/j.obhdp.2020.07.002 [Member of forecasting collaboration]

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Preise, Würdigungen und Drittmittel


2019

Besondere Würdigung der Dissertation durch das Fach Psychologie
Westfälische Wilhelms-Universität Münster

2013

Best Student Paper Award, 26. Kongress der International Association for Conflict Management (IACM)
Titel des Beitrags: Mazei, J., Hüffmeier, J., Freund, P. A., Stuhlmacher, A. F., Bilke, L. & Hertel, G. (2013). Gender differences in negotiation outcomes: A meta-analysis on main and moderator effects.

2012-2013, 2013 & 2014

Drei Lehrpreise für das beste Seminar im Fachbereich Psychologie
Westfälische Wilhelms-Universität Münster

2015

Research Residency Program des Dispute Resolution Research Center (DRRC), Kellog School of Management an der Northwestern University
Förderung eines akademischen Austausches, gemeinsam mit Dr. Julia Bear (Stony Brook University); Umfang: 19.000 USD

2012, 2015 & 2018

Deutscher akademischer Austauschdienst
Förderung von drei Kongressreisen

2009

Förderstelle "Safir", Westfälische Wilhelms-Universität Münster
Unterstützung eines Forschungsprojekts, gemeinsam mit Anneke Dubbel und Timo Skodzik, unter der Anleitung von Prof. Dr. Joachim Hüffmeier; Umfang: 1.200 €

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